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- W2001494976 abstract "This article describes how current job analysis methods can be used to incorporate the mandates of the Americans with Disabilities Act (ADA) of (1990). First, terms in the ADA such as “qualified individuals with disabilities,” “essential functions,” and “reasonable accommodation” are discussed in reference to their implications for job analysis. Second, survey results gathered from individuals with disabilities are presented to suggest some ways job analysis can be used to identify essential functions and reasonable accommodations. Third, some general suggestions are offered for performing an ADA-appropriate job analysis. Finally, several current job analysis techniques chosen to be representative of the field are evaluated on three criteria: (a) whether the technique has an outcome versus a process focus, (b) whether the technique identifies essential functions, and (c) whether the technique identifies potential reasonable accommodations for a particular job. The job analysis techniques evaluated include: (a) Functional Job Analysis (FJA) (Fine 1988), (b) task analysis (e.g., CODAP, standard task analyses), (c) Threshold Traits Analysis (TTA) (Lopez et al. 1981), (d) the Position Analysis Questionnaire (PAQ) (McCormick, Jeanneret, & Mecham 1972), and (e) the Critical Incident Technique (CIT) (Flanagan 1954)." @default.
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- W2001494976 date "1997-03-01" @default.
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- W2001494976 title "Toward an ADA-appropriate job analysis" @default.
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- W2001494976 doi "https://doi.org/10.1016/s1053-4822(97)90003-6" @default.
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